July 29, 2025 • 18 mins
“It’s not a silver bullet, but every little bit helps when you’re navigating a tough transition. It’s about doing the right thing, with empathy and intention.”
Notable Moments
[01:27] – What are career transition services?
[03:40] – The step-by-step support offered to exiting employees
[05:45] – Why organizations should invest in transition services
[08:29] – How empathy improves difficult conversations
[13:53] – The role of decency and dignity in terminations
[16:09] – Why support changes everything for the departing employee
[17:45] – How transition services benefit long-term organizational reputation
[19:20] – Reframing job loss as an opportunity
In this episode, Tim Dyck explains the value and process of career transition services. These services help organizations plan respectful and effective offboarding while supporting former employees in their next steps. From mitigating legal risk to boosting company reputation and showing genuine care for people, Tim outlines why leaders need to rethink how they handle tough departures and how Best Culture Solutions can help them do it right.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:02):
Welcome to the World at Work podcast, where business leaders and job seekers
come together to create winning cultures and fulfilling careers. I'm your host,
Katie Currens, and I am here with Tim Dick, founder of
Best Culture Solutions. Tim, how are you doing?
Well, I am great. It is a warm day, but not too
warm, and things are good. How are you?
(00:26):
I am. I am doing fantastic because the sun is shining and
I've got suitcases around me. So, you know, things are good. We
are getting ready for a little trip, which is always fun and
a chance to catch a breath because goodness knows there is a lot
in all of our lives that happens from day to day. So
it's. It's nice to just step away for a minute. So
(00:48):
you. Yeah, it sounds like you're going on, what, another cruise?
Yes, a very magical one. In fact, we
are. We are. So I'm really, really looking forward
to that. And, you know, I will say it was a little questionable for a
while if we were going to be able to go because there's just a lot,
a lot of changes in companies and organizations right
(01:11):
now. There has been question about even
the contracts that I've had, if they would be able to sustain staying. So
there's been a lot of unknowns, and fortunately for
our family, we've been able to skirt by. With that said,
I know that's not the case for many. I know that for a lot of
people, right now is tough. There's a lot of changes in employment,
(01:32):
and one thing that has been brought up and gets talked
about is the idea of a career transition service. And I know
that that is a thing, but I'll be honest, Tim, I
don't really fully understand it, but if there's anybody that does, I feel like it's
you. Yeah, well, because it's something that we do. Good point. Well, it's true.
And it's funny that you say that, because we actually get that question quite a
(01:53):
bit is what does that even mean? Right. Like, what does it even mean to
have a career transition service? So here's. Here's what it is, and here's what we
do. So a career transition
service. What it is is that companies, if they know that they need to part
ways with an employee, they'll call us to help them. Right?
Right. Sometimes. Sometimes they're parting ways just
(02:15):
because the budget's changed. Sometimes they're parting ways,
pardon me, because maybe something's just not working out. Right.
And they know that they have to do that, but they want it to be
effective. Right. They want the actual parting of the ways to be effective, but they
also respect the employee, and they want that employee
to be valued and respected and to get some help to find the next job.
(02:37):
So what it means is this, to have a career transition service, we will
actually work with you to plan
the exit, if you will, just to use that term, or the conversation that you're
going to have where you need to let that person know that you're moving on,
that you need to make a change in the position. Now, it could be again
because of budget and, or it could be that maybe something's not
(02:59):
working right or what have you. Right. But a change is happening, and that person
will not be working at your company or your organization any longer. So we'll
help you plan that conversation. And then afterwards,
we will also then work with that person for a period of time.
And, and this is why it's called career transition services, to provide them with
help to find their next job. So we work with that person from anywhere
(03:22):
between one and six months, and what we do is we help
them figure out what they
want to do next, and then we help them get their resume ready, get ready
for the interview, and then we help them, you know, throughout
those conversations while they, while they execute their search. Now,
one thing I should say as well is that sometimes helping those people figure out
(03:45):
what's next could mean if they're getting closer to retirement or
maybe they want to start their own business, things like that. And we help them
walk through that as well. But the long story short is a career transition service
is a service where we come in, we
help you, we help you plan the exits. That way it's
effective and we, and we're there for the meeting during the
(04:08):
exits. That way it's effective and it's. And it's pushed forward and that as well.
So the person can meet us. And then
afterwards, we work with the person to help them find
their next job and help them find out where they want to go next.
So this is a service that organizations can have
support them in their transition. Right. So it starts at the
(04:31):
organization. But do I understand correctly, it's almost like
even though this is a difficult conversation that will be had with an
employee and then eventually a former employee,
you then almost transition to be an advocate
for that employee. Is that correct? Totally. Yeah, exactly.
I mean, so what we do, right, is we essentially come in and we
(04:54):
help you plan that person's exit, but then we work
with that person directly to help them find their next job,
to decide what they want to do next. I feel like in
the back of my mind, the question that some people might have,
some people being me, is, you know,
why would. What would benefit a company to
(05:17):
invest in that? You know, I like to think, golly, that would
be incredible. And it would leave me feeling much.
Leaving with much of a more favorable opinion of the organization
than just feeling like I'm scent packing. So I
can see that benefit. But really, what are the other things
that maybe I'm not thinking of and others aren't thinking of, of why an
(05:40):
organization would want to support that transition?
Yeah, great question. Well, and I think you kind of started answering the
question, right? And so the, the thing is, is that, like, you're right.
Like, and I meet leaders and I meet people all the time that are saying
things like, well, why, why would I pay for that?
You know, I'm letting this person go and, and for a reason and all this
(06:03):
type of stuff. But the reality is this, is that, look,
when you let somebody go, it needs to be done with empathy. And there's
many, many reasons for it. But the biggest reason
for it is that, you know, your reputation's on the line here, right? And while
I understand that you are letting somebody go, your reputation is still on the
line. And so there's a lot of things that can
(06:25):
go wrong right in this conversation. And so the first thing is that help you
plan the conversation and make sure it's as effective as possible. You're
not just doing that for your benefit, right? I mean, these conversations,
they can get messy. When you're letting somebody know that they're going to be let
go, they can get very messy and for good reason.
And when they get messy, not only is it not good for you,
(06:48):
I mean, for obvious reasons, it's not good for you, it's not good for your
company when those conversations get messy. It just isn't. But you know what? It's
not good for the person that you're letting go either, because you're not helping
them find closure. You're actually reopening the wound for them when it's not
effective. And so the conversation needs to be
effective. The conversation needs to be,
(07:09):
I don't want to use the word calculated because that sounds like it's not manipulative,
but it needs to be planned out and it needs to be done in a
way that is with empathy and effective and clear
and direct, but direct with, again, empathy.
Otherwise, you're going to reopen wounds and you're going to make that conversation harder for
the other person, and by extension you. And so you
(07:30):
want that conversation, you need that conversation to
be an effective conversation. And so that's the
first big benefit, right?
The second big benefit is that by helping
that person by telling them, look, we're going to pay for somebody
to help you find another job, right? What you are doing
(07:55):
is you are de escalating their stress on the day that they found out that
their world has changed and not on their own terms. And so
like you said just now, it's like, you know, if I was in that situation
and somebody was going to tell that to me, boy, I'd feel a
lot better about it if I had help, right? And that is just
a big part of it. And, and that's why it's going to help your
(08:17):
reputation in the long term. The reality is that a lot of people make
mistakes when they're terminating people. They try to leave that conversation
being liked or understood by that person. They over explain the decision.
They, you know, they say stupid things like, this isn't easy on me. Well,
that's great. You're not the one who just lost your job. And you need to
be focused in these things because you cannot make them. If you're trying to make
(08:39):
them like or understand you on the way out, good luck. It will not happen.
Today is not the day for that to happen. Um,
because you are taking their job away from them. Even if you're doing the right
thing, they're not going to be like, well, I just like you so much. That
makes so much sense. And if they do say that, then they're still
harboring sadness, right? But what you can
do is you can make sure that you leave with them respecting you.
(09:03):
Right? They might not like you, they might not understand you, they might not be
happy or get the decision, but you can make sure that they leave
respecting you. And that's the big thing that you want them to leave
respecting you. And by giving them career transition help.
Now a lot of times companies just give them the help afterwards. We
actually attend the meeting to help make sure that the meeting is effective. But
(09:27):
the other reason why we attend the meeting is that where they know right away
that they have help and they leave the meeting understanding what that help is and
it de escalates some of their stress. You can do your best
to keep your reputation intact. And you know, again,
having us, there is not a silver bullet to the person sitting across the table
saying, oh yeah, you're so right. Thank you so much and thank you for this
(09:48):
help. I no Longer feel stressed. But the reality is that every little bit to
de escalate, it helps. And our presence in the meeting
can also make sure that the conversation stays on track. So that way it doesn't
de escalate or devolve or degenerate into really
contentious stuff or as little contention as possible.
So that way the feelings are kept intact as much as you can. So long
(10:09):
story short, if you care about your reputation, you need to care about the
other person. If you care about the other person, the message does need to be
well delivered, thoughtfully and with empathy and support for the person. But
then having us there to help them for one to six months afterwards
is going to be good for them.
(10:31):
And then because it's good for them, right, because you've thought about them first,
your reputation is better afterwards.
I would imagine that a lot of those meetings become very
emotionally charged and ears tend
to turn off after they hear. You know, anytime you
(10:51):
hear the critical message, people aren't hearing any of the
other things. So I love the fact that
you make sure to be in the, in the room where it happened.
Little Hamilton reference there. But I, I think it's so important
because only does it allow it to be a
very focused meeting. It makes sure
(11:13):
that you are attuned to both
sides of the situation. You know that you're not coming
in to support the organization or the former employee
getting half truths, so to speak. I mean not ill
intended, but a lot might be left out. And so
by being there you're able to fully grasp what is
(11:35):
happening, why this transition is, and
help that person see that they do have options.
Unfortunately. I know somebody that's going through this right now because
of a reduction in funding and
it would be incredible to have them be
sitting there and know that there is a person guiding them
(11:58):
through what's next. And yeah, I
just think it is an under utilized
service and even more so than before. Like
it sounded great. I'm like, yeah, career transition, that makes sense. But
everything you said, especially about being in there and
it, as much as it makes sure that the organization
(12:22):
leaves being respected by the employee,
as an employee employee, I would feel
incredibly respected. The fact that they
invested just a little bit more into my future,
then yeah, I'm gonna make sure I'm not gonna have anything
negative to say. Well, I might. But no, you know, it, it's gonna
(12:44):
soften that. It just, it's amazing
value add to an unfortunate situation.
Yeah, it is. And the other thing too about it is that like hey look,
you know, you're right. Like, look, I'll be honest. Sometimes you
present these options. We give people these options, and it doesn't necessarily mean that they
are magically happy or they're like, oh, thank you so much.
(13:06):
Oh, I'm glad I lost my job and get to hang out with Tim. Yeah,
well, I mean, side benefit, but, but, but
at the same time, you know, it does.
You know, how do I. How do I put it? You know, it's like,
I'm just trying to think of the best words to put it, but it's just
like, you know, at this point, they have done things for you to help
(13:28):
you, right? And so,
you know, if. If you're angry about it and you're
venting about it, you
know, there's a.
And you're talking to your friends, right? That's where I'm going with this. And you're
venting about it. Then at least when you're, you know, for the company's sake,
(13:50):
nobody, your friends will say, well, it sounds like they at least helped you. Right.
Or, you know, and if I have to be honest, like,
you know, when it comes to labor law, especially
in Canada, a lot of things center on the concept of just decency and
dignity, right? Why? Because it's the right thing to do.
And so, you know, I mean, the, the
(14:12):
right reason to do this is for all the right reasons. We've just talked about
100%. They totally are right. It's the right thing to do for others. It's
a way to support others. It's. It's a way to say, hey, look, didn't work
out, but I want to make sure I help you land on your feet and
get you support to find what's right for you or whatever it might be.
But, you know, the, the other side of it and the more cynical side of
(14:33):
things is that, you know, if anybody were to try
to come back at you or litigate you or, or anything like that,
you know, you now have an extra piece of defense as a lawyer where you
said, hey, look, you know, and, and you shouldn't do it for those reasons. You
should do it because you genuinely want to be decent, you genuinely want to do
the right thing for others, you genuinely care about that person and have emp.
(14:54):
If you're not, if, if you're only doing it for legal cover, you know,
then that unfortunately, when you have to message it, you know what's truly
in your heart will come through that message, whether you know it or not. And
so, but if you do it for the right and genuine reasons
because you genuinely care first and, and maybe any legal considerations
afterwards. The reality is that you are also
(15:16):
giving yourself, you know, a little bit of legal cover where you can say, well,
look, you know, we also did get them help. And,
and it can reduce your exposure to legal liability as well.
So again, not the primary reason to do it, but
it's a reality. It's a reality as well. It's a reality.
Well, in my, in my getting ready to be surrounded by
(15:38):
water mind, I am imagining that if somebody
were to push a person into
the water, you know, that's not going to be great. You're going to. Even if
you are a strong swimmer, you're going to panic for a minute. And so
I see it to where you're almost that life raft, you know, life vest.
You're some. You've got, you've been. Maybe
(16:00):
you feel like you're thrown out to the water, but you've got somebody
there to keep you, keep you afloat. Because that's the
biggest feeling that I know. Even in
transitions with contracts for myself, sometimes it can feel like
you're barely keeping your head above water. So the fact that there would be a
person in there making sure you are up and seeing
(16:22):
there are options, you have a support system, it
doesn't mean that you'll be there to necessarily
drag me to the next position. I would have to certainly put in the
work. But you help me see that
opportunity. And I just think that that is something more
and more places, at the very least need to look into,
(16:44):
ask about, reach out and say, okay, tell
me more, because it happens. This is business,
and why not use this support for both the
organization and the employee? Yeah, exactly. And you just
mentioned one important thing, too. You're right. You know, if
you get help from me that way, you are going to do most of the
(17:05):
work. That's the reality. And it's not because I'm. It's because you need to do
the work, because these are answers you need to create for yourself. But,
but, and there's homework and it all comes with it and all that stuff. But,
you know, we are here to keep you accountable, to guide that work,
to ask the right questions, to make sure you're channeling your energy in
the right place. Right. And to make sure that you move forward
(17:29):
and, and, and with, and to support that movement
with knowledge and experience in the labor marketplace. Right. And that's what
we, that's what we can do. And then also when we do recruiting, you never
know when Something comes up that, you know, we might be able to help you
with too. So. Well, and that is a double bonus for
working with Best Culture Solutions because you definitely have a network.
(17:51):
So if somebody is curious about
career transition services, recruiting any of these
different supports, how might they get in touch with you and your team?
Good question. So our website is
www.bestculturesolutions.ca. you
can find me on my email as well@tim.bestculturesolutions
(18:12):
ca. And yeah, I mean, we actually do have a
section on our website specifically for career transitions.
So. And how we can help you with that. So don't be shy.
It's just, it is the right thing to do and you have to make those
tough decisions. And the other thing too, from a business leadership
perspective, that's a hard conversation can have to have
(18:34):
and you can feel lonely as well as the business leader. And.
And having us there on your side, you know, means that you don't have to
walk that path alone as a leader either, which makes it a little bit easier
for you too. Amazing. Well, I appreciate you
breaking that down for me, Tim. It definitely. You got me,
I shouldn't say excited about it. Like, that's not a service that you
(18:54):
necessarily want to be like. Yes. But it's so important to know
that it's out there. So thank you very much. Appreciate your time.
Thank you. And one last thing too. You said it's not a service that you
need to be excited to use, and you're right, it isn't. But
one thing I will say is one reason why I enjoy doing it, even though
it's hard at first, is that is. It's a. It is
(19:15):
a. It is a beautifully
disguised opportunity. Right. To take a situation
that is not easy or that is tough and turned it into something
that you know that is better. And I know it's a cliche to say this,
so I don't often say it in the moment, but the other side of it
too, is that the simple reality is that
(19:37):
I've never met anybody on this path before that wasn't
better after we go through the path than they were in that job that wasn't
right for them. So. So yeah, it is a
thinly or is a. Is a thickly disguised opportunity
to create something good for people. So, yep, just like a mindset shift. It
is just getting us to look at these transitions
(19:59):
differently. So thank you so much and yeah, you
take it easy. See you soon. See ya.
Welcome to the World at Work podcast, where business leaders and job seekers
come together to create winning cultures and fulfilling careers. I'm your host,
Katie Currens, and I am here with Tim Dick, founder of
Best Culture Solutions. Tim, how are you doing?
Well, I am great. It is a warm day, but not too
warm, and things are good. How are you?
(00:26):
I am. I am doing fantastic because the sun is shining and
I've got suitcases around me. So, you know, things are good. We
are getting ready for a little trip, which is always fun and
a chance to catch a breath because goodness knows there is a lot
in all of our lives that happens from day to day. So
it's. It's nice to just step away for a minute. So
(00:48):
you. Yeah, it sounds like you're going on, what, another cruise?
Yes, a very magical one. In fact, we
are. We are. So I'm really, really looking forward
to that. And, you know, I will say it was a little questionable for a
while if we were going to be able to go because there's just a lot,
a lot of changes in companies and organizations right
(01:11):
now. There has been question about even
the contracts that I've had, if they would be able to sustain staying. So
there's been a lot of unknowns, and fortunately for
our family, we've been able to skirt by. With that said,
I know that's not the case for many. I know that for a lot of
people, right now is tough. There's a lot of changes in employment,
(01:32):
and one thing that has been brought up and gets talked
about is the idea of a career transition service. And I know
that that is a thing, but I'll be honest, Tim, I
don't really fully understand it, but if there's anybody that does, I feel like it's
you. Yeah, well, because it's something that we do. Good point. Well, it's true.
And it's funny that you say that, because we actually get that question quite a
(01:53):
bit is what does that even mean? Right. Like, what does it even mean to
have a career transition service? So here's. Here's what it is, and here's what we
do. So a career transition
service. What it is is that companies, if they know that they need to part
ways with an employee, they'll call us to help them. Right?
Right. Sometimes. Sometimes they're parting ways just
(02:15):
because the budget's changed. Sometimes they're parting ways,
pardon me, because maybe something's just not working out. Right.
And they know that they have to do that, but they want it to be
effective. Right. They want the actual parting of the ways to be effective, but they
also respect the employee, and they want that employee
to be valued and respected and to get some help to find the next job.
(02:37):
So what it means is this, to have a career transition service, we will
actually work with you to plan
the exit, if you will, just to use that term, or the conversation that you're
going to have where you need to let that person know that you're moving on,
that you need to make a change in the position. Now, it could be again
because of budget and, or it could be that maybe something's not
(02:59):
working right or what have you. Right. But a change is happening, and that person
will not be working at your company or your organization any longer. So we'll
help you plan that conversation. And then afterwards,
we will also then work with that person for a period of time.
And, and this is why it's called career transition services, to provide them with
help to find their next job. So we work with that person from anywhere
(03:22):
between one and six months, and what we do is we help
them figure out what they
want to do next, and then we help them get their resume ready, get ready
for the interview, and then we help them, you know, throughout
those conversations while they, while they execute their search. Now,
one thing I should say as well is that sometimes helping those people figure out
(03:45):
what's next could mean if they're getting closer to retirement or
maybe they want to start their own business, things like that. And we help them
walk through that as well. But the long story short is a career transition service
is a service where we come in, we
help you, we help you plan the exits. That way it's
effective and we, and we're there for the meeting during the
(04:08):
exits. That way it's effective and it's. And it's pushed forward and that as well.
So the person can meet us. And then
afterwards, we work with the person to help them find
their next job and help them find out where they want to go next.
So this is a service that organizations can have
support them in their transition. Right. So it starts at the
(04:31):
organization. But do I understand correctly, it's almost like
even though this is a difficult conversation that will be had with an
employee and then eventually a former employee,
you then almost transition to be an advocate
for that employee. Is that correct? Totally. Yeah, exactly.
I mean, so what we do, right, is we essentially come in and we
(04:54):
help you plan that person's exit, but then we work
with that person directly to help them find their next job,
to decide what they want to do next. I feel like in
the back of my mind, the question that some people might have,
some people being me, is, you know,
why would. What would benefit a company to
(05:17):
invest in that? You know, I like to think, golly, that would
be incredible. And it would leave me feeling much.
Leaving with much of a more favorable opinion of the organization
than just feeling like I'm scent packing. So I
can see that benefit. But really, what are the other things
that maybe I'm not thinking of and others aren't thinking of, of why an
(05:40):
organization would want to support that transition?
Yeah, great question. Well, and I think you kind of started answering the
question, right? And so the, the thing is, is that, like, you're right.
Like, and I meet leaders and I meet people all the time that are saying
things like, well, why, why would I pay for that?
You know, I'm letting this person go and, and for a reason and all this
(06:03):
type of stuff. But the reality is this, is that, look,
when you let somebody go, it needs to be done with empathy. And there's
many, many reasons for it. But the biggest reason
for it is that, you know, your reputation's on the line here, right? And while
I understand that you are letting somebody go, your reputation is still on the
line. And so there's a lot of things that can
(06:25):
go wrong right in this conversation. And so the first thing is that help you
plan the conversation and make sure it's as effective as possible. You're
not just doing that for your benefit, right? I mean, these conversations,
they can get messy. When you're letting somebody know that they're going to be let
go, they can get very messy and for good reason.
And when they get messy, not only is it not good for you,
(06:48):
I mean, for obvious reasons, it's not good for you, it's not good for your
company when those conversations get messy. It just isn't. But you know what? It's
not good for the person that you're letting go either, because you're not helping
them find closure. You're actually reopening the wound for them when it's not
effective. And so the conversation needs to be
effective. The conversation needs to be,
(07:09):
I don't want to use the word calculated because that sounds like it's not manipulative,
but it needs to be planned out and it needs to be done in a
way that is with empathy and effective and clear
and direct, but direct with, again, empathy.
Otherwise, you're going to reopen wounds and you're going to make that conversation harder for
the other person, and by extension you. And so you
(07:30):
want that conversation, you need that conversation to
be an effective conversation. And so that's the
first big benefit, right?
The second big benefit is that by helping
that person by telling them, look, we're going to pay for somebody
to help you find another job, right? What you are doing
(07:55):
is you are de escalating their stress on the day that they found out that
their world has changed and not on their own terms. And so
like you said just now, it's like, you know, if I was in that situation
and somebody was going to tell that to me, boy, I'd feel a
lot better about it if I had help, right? And that is just
a big part of it. And, and that's why it's going to help your
(08:17):
reputation in the long term. The reality is that a lot of people make
mistakes when they're terminating people. They try to leave that conversation
being liked or understood by that person. They over explain the decision.
They, you know, they say stupid things like, this isn't easy on me. Well,
that's great. You're not the one who just lost your job. And you need to
be focused in these things because you cannot make them. If you're trying to make
(08:39):
them like or understand you on the way out, good luck. It will not happen.
Today is not the day for that to happen. Um,
because you are taking their job away from them. Even if you're doing the right
thing, they're not going to be like, well, I just like you so much. That
makes so much sense. And if they do say that, then they're still
harboring sadness, right? But what you can
do is you can make sure that you leave with them respecting you.
(09:03):
Right? They might not like you, they might not understand you, they might not be
happy or get the decision, but you can make sure that they leave
respecting you. And that's the big thing that you want them to leave
respecting you. And by giving them career transition help.
Now a lot of times companies just give them the help afterwards. We
actually attend the meeting to help make sure that the meeting is effective. But
(09:27):
the other reason why we attend the meeting is that where they know right away
that they have help and they leave the meeting understanding what that help is and
it de escalates some of their stress. You can do your best
to keep your reputation intact. And you know, again,
having us, there is not a silver bullet to the person sitting across the table
saying, oh yeah, you're so right. Thank you so much and thank you for this
(09:48):
help. I no Longer feel stressed. But the reality is that every little bit to
de escalate, it helps. And our presence in the meeting
can also make sure that the conversation stays on track. So that way it doesn't
de escalate or devolve or degenerate into really
contentious stuff or as little contention as possible.
So that way the feelings are kept intact as much as you can. So long
(10:09):
story short, if you care about your reputation, you need to care about the
other person. If you care about the other person, the message does need to be
well delivered, thoughtfully and with empathy and support for the person. But
then having us there to help them for one to six months afterwards
is going to be good for them.
(10:31):
And then because it's good for them, right, because you've thought about them first,
your reputation is better afterwards.
I would imagine that a lot of those meetings become very
emotionally charged and ears tend
to turn off after they hear. You know, anytime you
(10:51):
hear the critical message, people aren't hearing any of the
other things. So I love the fact that
you make sure to be in the, in the room where it happened.
Little Hamilton reference there. But I, I think it's so important
because only does it allow it to be a
very focused meeting. It makes sure
(11:13):
that you are attuned to both
sides of the situation. You know that you're not coming
in to support the organization or the former employee
getting half truths, so to speak. I mean not ill
intended, but a lot might be left out. And so
by being there you're able to fully grasp what is
(11:35):
happening, why this transition is, and
help that person see that they do have options.
Unfortunately. I know somebody that's going through this right now because
of a reduction in funding and
it would be incredible to have them be
sitting there and know that there is a person guiding them
(11:58):
through what's next. And yeah, I
just think it is an under utilized
service and even more so than before. Like
it sounded great. I'm like, yeah, career transition, that makes sense. But
everything you said, especially about being in there and
it, as much as it makes sure that the organization
(12:22):
leaves being respected by the employee,
as an employee employee, I would feel
incredibly respected. The fact that they
invested just a little bit more into my future,
then yeah, I'm gonna make sure I'm not gonna have anything
negative to say. Well, I might. But no, you know, it, it's gonna
(12:44):
soften that. It just, it's amazing
value add to an unfortunate situation.
Yeah, it is. And the other thing too about it is that like hey look,
you know, you're right. Like, look, I'll be honest. Sometimes you
present these options. We give people these options, and it doesn't necessarily mean that they
are magically happy or they're like, oh, thank you so much.
(13:06):
Oh, I'm glad I lost my job and get to hang out with Tim. Yeah,
well, I mean, side benefit, but, but, but
at the same time, you know, it does.
You know, how do I. How do I put it? You know, it's like,
I'm just trying to think of the best words to put it, but it's just
like, you know, at this point, they have done things for you to help
(13:28):
you, right? And so,
you know, if. If you're angry about it and you're
venting about it, you
know, there's a.
And you're talking to your friends, right? That's where I'm going with this. And you're
venting about it. Then at least when you're, you know, for the company's sake,
(13:50):
nobody, your friends will say, well, it sounds like they at least helped you. Right.
Or, you know, and if I have to be honest, like,
you know, when it comes to labor law, especially
in Canada, a lot of things center on the concept of just decency and
dignity, right? Why? Because it's the right thing to do.
And so, you know, I mean, the, the
(14:12):
right reason to do this is for all the right reasons. We've just talked about
100%. They totally are right. It's the right thing to do for others. It's
a way to support others. It's. It's a way to say, hey, look, didn't work
out, but I want to make sure I help you land on your feet and
get you support to find what's right for you or whatever it might be.
But, you know, the, the other side of it and the more cynical side of
(14:33):
things is that, you know, if anybody were to try
to come back at you or litigate you or, or anything like that,
you know, you now have an extra piece of defense as a lawyer where you
said, hey, look, you know, and, and you shouldn't do it for those reasons. You
should do it because you genuinely want to be decent, you genuinely want to do
the right thing for others, you genuinely care about that person and have emp.
(14:54):
If you're not, if, if you're only doing it for legal cover, you know,
then that unfortunately, when you have to message it, you know what's truly
in your heart will come through that message, whether you know it or not. And
so, but if you do it for the right and genuine reasons
because you genuinely care first and, and maybe any legal considerations
afterwards. The reality is that you are also
(15:16):
giving yourself, you know, a little bit of legal cover where you can say, well,
look, you know, we also did get them help. And,
and it can reduce your exposure to legal liability as well.
So again, not the primary reason to do it, but
it's a reality. It's a reality as well. It's a reality.
Well, in my, in my getting ready to be surrounded by
(15:38):
water mind, I am imagining that if somebody
were to push a person into
the water, you know, that's not going to be great. You're going to. Even if
you are a strong swimmer, you're going to panic for a minute. And so
I see it to where you're almost that life raft, you know, life vest.
You're some. You've got, you've been. Maybe
(16:00):
you feel like you're thrown out to the water, but you've got somebody
there to keep you, keep you afloat. Because that's the
biggest feeling that I know. Even in
transitions with contracts for myself, sometimes it can feel like
you're barely keeping your head above water. So the fact that there would be a
person in there making sure you are up and seeing
(16:22):
there are options, you have a support system, it
doesn't mean that you'll be there to necessarily
drag me to the next position. I would have to certainly put in the
work. But you help me see that
opportunity. And I just think that that is something more
and more places, at the very least need to look into,
(16:44):
ask about, reach out and say, okay, tell
me more, because it happens. This is business,
and why not use this support for both the
organization and the employee? Yeah, exactly. And you just
mentioned one important thing, too. You're right. You know, if
you get help from me that way, you are going to do most of the
(17:05):
work. That's the reality. And it's not because I'm. It's because you need to do
the work, because these are answers you need to create for yourself. But,
but, and there's homework and it all comes with it and all that stuff. But,
you know, we are here to keep you accountable, to guide that work,
to ask the right questions, to make sure you're channeling your energy in
the right place. Right. And to make sure that you move forward
(17:29):
and, and, and with, and to support that movement
with knowledge and experience in the labor marketplace. Right. And that's what
we, that's what we can do. And then also when we do recruiting, you never
know when Something comes up that, you know, we might be able to help you
with too. So. Well, and that is a double bonus for
working with Best Culture Solutions because you definitely have a network.
(17:51):
So if somebody is curious about
career transition services, recruiting any of these
different supports, how might they get in touch with you and your team?
Good question. So our website is
www.bestculturesolutions.ca. you
can find me on my email as well@tim.bestculturesolutions
(18:12):
ca. And yeah, I mean, we actually do have a
section on our website specifically for career transitions.
So. And how we can help you with that. So don't be shy.
It's just, it is the right thing to do and you have to make those
tough decisions. And the other thing too, from a business leadership
perspective, that's a hard conversation can have to have
(18:34):
and you can feel lonely as well as the business leader. And.
And having us there on your side, you know, means that you don't have to
walk that path alone as a leader either, which makes it a little bit easier
for you too. Amazing. Well, I appreciate you
breaking that down for me, Tim. It definitely. You got me,
I shouldn't say excited about it. Like, that's not a service that you
(18:54):
necessarily want to be like. Yes. But it's so important to know
that it's out there. So thank you very much. Appreciate your time.
Thank you. And one last thing too. You said it's not a service that you
need to be excited to use, and you're right, it isn't. But
one thing I will say is one reason why I enjoy doing it, even though
it's hard at first, is that is. It's a. It is
(19:15):
a. It is a beautifully
disguised opportunity. Right. To take a situation
that is not easy or that is tough and turned it into something
that you know that is better. And I know it's a cliche to say this,
so I don't often say it in the moment, but the other side of it
too, is that the simple reality is that
(19:37):
I've never met anybody on this path before that wasn't
better after we go through the path than they were in that job that wasn't
right for them. So. So yeah, it is a
thinly or is a. Is a thickly disguised opportunity
to create something good for people. So, yep, just like a mindset shift. It
is just getting us to look at these transitions
(19:59):
differently. So thank you so much and yeah, you
take it easy. See you soon. See ya.
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